A study of 86 entry workers and 94 students beginning departmental studies showed that environmental congruence (fit between personality and environment) was modestly related to job satisfaction. The magnitude of the effect of importance of belonging to a group was considerably higher after several months. (SK)

Vocational education can help small business by (1) broadening the type and scope of skills taught; (2) helping prevent labor shortages by preparing disadvantaged and underrepresented groups for employment; and (3) helping small businesses determine their training and development needs. (SK)

Controlling human resources costs is critical for a competitive advantage. More money will have to be invested in education and training because of an inadequate, ill-prepared group of entry-level workers. Commitment to employees will have to be considered in relation to the increased investment in them. (JOW)

The American Association of Collegiate Registrars and Admissions Officers' efforts in recruitment and training of professionals are reviewed briefly, and a "roadmap" to the profession is provided. Within each professional competency area, basic and advancement skills are outlined, and resources for attaining them are identified. (MSE)

Reports results of a questionnaire completed by 18 supervisors of entry-level employees. Supervisors ranked each of their subordinates from most to least likely to be hired and identified the behaviors that made these individuals more or less valuable to the organization. Implications and recommendations are presented. (CH)

Comments from Blustein, Eldredge, and Hesketh on research reported by Feij et al. on the role of proximal and distal context factors and the theories of organizational socialization and work adjustment. A rejoinder from Feij et al. clarifies some of the issues. (SK)

Focus groups (n=23) and survey responses (n=492) of Hong Kong business graduates reveal a belief that intrinsic and extrinsic rewards are important, but they tend to make job rather than career decisions, seek extrinsic rewards in initial jobs, lack commitment to organizations, have a short-term perspective, and focus on gaining exposure and…

Fifty-one manufacturing experts selected 48 competencies that should be included in competency tests for manufacturing technologists and engineers. Areas include mathematics, physics, sciences, engineering drawing and blueprint reading, engineering materials, and statics and strength of materials. (SK)

In a survey of 80 managerial and 130 entry-level computer professionals, most entry workers believed they possessed competencies identified in Association for Computing Machinery (ACM) curricula; most managers did not agree. Most managers rated 28% of ACM competencies moderately to not important; 63% were so rated by entry workers. (SK)

Responses from 334 of 496 college graduates (32% in co-op) and 219 of 334 in a 6-month follow-up revealed that co-op participants used more effective learning techniques and varied sources and had quicker adjustment to their new jobs. Nonco-op graduates relied on organizationally sanctioned sources and were relatively naive and inexperienced. (SK)

According to responses from 509 of 2,000 accounting employers, educational background is the most important new worker quality, training potential a close second. Industry respondents ranked background and work experience highest; public employers placed the highest premium on training potential. (SK)

Two groups were surveyed: 127 business students, 49 executives, and 28 faculty in the United States and 177 students, 31 executives, and 76 faculty in New Zealand. Both groups of students valued opportunities for advancement, challenge, and responsibility in their first job. New Zealand professors agreed with their students, U.S. faculty did not.…

Interviews with 10 new and 16 senior medical radiation technologists highlighted discrepancies between technical competence as measured by licensing boards and professionalism. Continuing professional education, especially at the beginning of the career, is needed to develop professional expertise and lifelong learning habits. (SK)

Responses from 108 Australian, 50 U.S., 39 German, 28 Thai, and 16 Hong Kong human-resource managers examined their views of the hiring process. Differences among the countries appeared in the importance of certain resume and cover-letter components, the preferred length of resumes, and the amount of time spent reading resumes and cover letters.…

A study of 195 agriculture graduates (133 males, 103 work-experience participants) showed that completion of one or more work terms significantly increased starting salaries. Males received over $4,000 more in starting salary. Grade point average and employment history were not significant predictors of salary. (SK)